Pwede ka ba sisantihin kapag nakalimutan mo i-declare ang 'yong previous employment?

Weekly Show Episodes 2 min read , November 23, 2022

Can your employer dismiss your employment in case you forgot to state your previous employment?

Pwede ka ba tanggalin?

Is omission to state previous employment a valid ground to dismiss an employee?

Ito yung tanong ng mga reader natin ngayon na nagsabing:

“Good day po attorneys. Magtatanong po sana ako kung paano po kapag ka hindi ko inilagay ang previous job experience ko po kahit nakapag resign naman ako. Malalaman ba yan ng bago kong employer na hindi ko nilagay ang job experience ko po? Salamat.” - Mark

So in this episode, we will discuss:

  1. New Supreme Court Case: Celis vs. Bank of Makati (G.R. No. 250776. June 15, 2022)
  2. The penalty must be commensurate to the nature of the infraction/ Rule on Proportionality
  3. Principle of Totality of Infractions
  4. Re: Mark Joseph Manuela's question

But before that, let’s do a shoutout sa nagbigay sa atin ng comment:

I am so grateful that I have found the Legal Guide page because it's really a big help for me. The book covers everything that I need to know. Thank you so much also for answering my query! God Bless you more! - Minor Basilica

Thank you. Please keep watching and sharing. Kung gusto ninyo mag submit ng tanong para sa show, go to and click the submit topic button!

Now, let's get on with the show.

This episode is brought to you by "The Complete Employee Discipline System" A book that teaches owners, managers, and supervisors how to handle any offense easily and systematically. It provides step-by-step procedures from incident reports all the way to the clearance process. Stand your ground and discipline with confidence.

Go to to learn more.

Welcome to Legal Guide Philippines where we simplify the law to help you make better choices. I'm Atty. Erwin Zagala and I'm with my partner, Atty. Ramon Ramirez.

So today, we're talking about omission to state previous employment...

  1. Redundancy of Position as an Authorized Cause in Termination of Employment
  2. Due Process Requirement in Terminating Employment Due to Redundancy
  3. Closure of Business as an Authorized Cause in Terminating Employment
  4. Due Process Requirement in Terminating Employment due to Closure or Cessation of Business
  5. Management Prerogative to Transfer Employees
  6. Answering Mark’s Questions

Additional Resources:

For most of you, this video was more than enough, and if it makes your life easier then you're welcome. But there are those of you who will watch this video and end up asking more questions such as “Attorney what is the format for preventive suspensions? What should I do while the employee is preventively suspended?”

If that's you then I invite you to check out "The Complete Employee Discipline System" a book where we teach you a road map for handling employee cases from start to finish. Get the book at today.

The Complete Employee Discipline System

One last thing...

Trust is a two-way street. in the same way that employees need to trust employers that they will give what they promised in terms of work and benefits, employees need to do everything they can to maintain the trust so that the work goes smoothly. If ever there are details that need to be clarified, do so at the earliest possible time to avoid having it escalate.

So wasn't that simple? Now go make better choices.